DNS Belgium’s social impact encompasses six areas: the wellbeing of our own staff, diversity and inclusion, digital inclusion, raising internet users’ awareness of cyber security risks, protecting internet users’ privacy, and preventing harmful content. Below is an overview of our key policies and activities in these areas in 2025.
A new organisational structure
In 2025, we reviewed not only our mission, vision, core mandate and values, but also the way in which we organise ourselves. To embed our renewed strategic direction sustainably, we embarked on a reorganisation process designed to make DNS Belgium more agile, efficient and future-proof.
The new organisational structure brings related areas of expertise closer together, clarifies roles and responsibilities, and simplifies decision-making. It also strengthens the connection between staff and managers, which contributes to better communication, greater support and increased engagement within the organisation. By placing greater emphasis on collaboration across team boundaries and the optimal deployment of expertise, we are creating an organisation that is better prepared for future challenges and strategic ambitions.
We felt it was important to actively involve colleagues in this change process. That is why we worked with a design group comprising employees from different parts of the organisation. We also organised various consultation sessions so that all colleagues could provide feedback and contribute their ideas on the future operation of DNS Belgium.
The exercise also revealed that additional expertise and capacity are required in various areas of the organisation. We therefore began targeted recruitment at the end of 2025, which will continue into 2026. The new organisational structure officially came into effect in 2026.
An organisational structure only really works if the people working within it can identify with it. That is why we have actively involved colleagues in the design of our future organisation right from the start.
General employment figures
*for an overview of the diversity of our employees, see 2. Diversity and inclusion.
All our staff (36.8 FTE) are on permanent contracts and based in Belgium. In 2025, six people (four men and two women; 2.1 FTE) also worked for us as consultants, but they did not work exclusively for our organisation.
Staff turnover and new hirings
In 2025, three colleagues left our organisation, representing a turnover rate of 8 per cent. Although this represents an increase compared with 2024 (2.8 per cent), it remains considerably lower than the Belgian average of 15.4 per cent according to Securex. The increase is exceptional for our organisation, which is characterised by stable and long-term employment. In 2025, we also welcomed two new colleagues.
Interns and internships
In 2025, one student undertook an internship and we supervised one Master’s thesis. Although this meant we did not fully meet our target of at least two internship places per year, we also supported students through other initiatives. We supervised students at UNamur on service design and cyber awareness, supported a Junior Consulting Project on circular business models at UCLL, and took part in the ‘Agile Working’ Workplace Project within the Bachelor’s programme in Applied Computer Science at UCLL.
1. Employee wellbeing
a. Prevention and wellbeing at work
We have a dedicated team focusing on prevention, comprising one prevention adviser and two confidential counsellors. There were no workplace accidents in 2025. The confidential counsellors recorded seven support sessions with staff, not including a few more informal, ad hoc chats with colleagues. In line with this, we also offer an Employee Assistance Programme (EAP) via Pulso. This provides staff with an accessible channel to obtain quick and discreet advice or guidance on all manner of personal issues or difficulties that may affect their personal wellbeing and performance at work. In 2025, no one made use of this service.
Fit@Work
In 2025, we introduced a Fit@Work programme to support the physical and mental health of our staff. 85 per cent of staff took part in at least one activity, comfortably exceeding the target KPI of 70 per cent. The programme comprised various sessions and training courses on topics including healthy eating, stress management, the impact of the menopause in the workplace, CPR and AED techniques, and a non-compulsory general health check. In addition, the in-house walking group encouraged colleagues to get active together during their lunch break.
Healthy work-life balance
DNS Belgium recognises the importance of a healthy work-life balance and offers flexible parental leave arrangements. In 2025, seven colleagues took parental leave or time credit.
Employee satisfaction: wellbeing and engagement
We attach great importance to the wellbeing, engagement and satisfaction of our employees. That is why we survey them twice a year via an employee satisfaction survey. Among other things, we measure the Employee Net Promoter Score (eNPS), which indicates the extent to which employees would recommend DNS Belgium as an employer. In addition, topics such as strategy and decision-making, autonomy, recognition, collaboration, diversity and inclusion, communication, trust in managers and development opportunities are also covered.
The response rate is consistently above 70 per cent, indicating a high level of engagement with the surveys. The results show a high level of satisfaction with, amongst other things, autonomy, collaboration and flexibility. At the same time, they help us to identify strengths and translate areas for improvement into concrete actions.
Various themes that emerged from the surveys, such as collaboration, decision-making, role clarity and personal development, were also addressed in the reorganisation process that was developed in 2025.
b. Professional and personal growth
| Average annual training hours per employee: total | 27.2 |
| Average annual training hours per employee: female employees | 37.21 |
| Average annual training hours per employee: male employees | 23.05 |
| Number of personal development plans for employees | 4 |
| Number of employees with whom a discussion was held on professional and personal development | 24 |
The average number of recorded training hours per employee amounted to 27.2 hours in 2025. Although this remains below the internal target of 96 hours or 12 training days per year, it represents an increase of 25.5% compared with 2024 (21.68 hours). This target is significantly higher than the statutory training entitlement in Belgium and reflects DNS Belgium’s ambition to invest strongly in employee development. When interpreting these figures, it should also be taken into account that the complete and consistent registration of all completed training courses remains an area of ongoing attention. The increase compared with 2024 reflects both greater training efforts and improved registration of completed training courses.
The strongest growth was seen amongst female colleagues, with an increase from an average of 13.6 hours to 37.2 hours. This is partly due to a number of larger training programmes and improved reporting. Amongst male colleagues, the average number of training hours remained relatively stable at 23 hours compared with last year (24.4 hours).
Personal support
In 2025, our Learning & Development consultant held at least one personal meeting with 24 staff members to discuss their professional and personal development. During these meetings, topics such as training needs, promotion pathways and coaching requests were addressed. In this way, we foster a culture of continuous growth and ensure that every staff member receives targeted support in their development journey.
In the context of potential promotion pathways, personal development plans were in place for four staff members in 2025. These plans are designed to promote individual growth and career development. In addition, employees have access to a clear internal progression framework towards higher Hay levels, supported by transparent procedures, assessments and review points. This gives employees insight into the expectations, skills and development steps required to progress further within the organisation.
c. Code of conduct and human rights policy
Code of Conduct
DNS Belgium has a code of conduct, namely the Guide to Ethical and Sustainable Conduct. This guide sets out how our objectives and values are applied when carrying out tasks, making decisions and interacting with customers, stakeholders and colleagues. We also expect third parties (such as suppliers and subcontractors) to respect these principles.
The guide covers the following topics, amongst others:
- Ethical and sustainable working environment
- A working environment that inspires trust and employees who act with integrity
- A safe and respectful working environment
Within these themes, discrimination and accident prevention are explicitly addressed. In addition, our employment regulations comply with Belgian legislation. As a result, issues such as child labour, forced labour and human trafficking are fully covered by legal provisions.
Complaints-handling mechanism for our own staff
Our staff regulations and our Guide to Ethical and Sustainable Conduct provide mechanisms for reporting complaints, suspected breaches and unethical behaviour confidentially, without fear of reprisal. Reports can be made via HR, the confidential advisers, the managing director or the relevant government authorities, amongst others.
Human rights policy
At DNS Belgium, we believe that the protection of human rights is an essential part of responsible business conduct. As the administrator of the .be, .vlaanderen and .brussels domain name zones, we recognise that our activities may have an impact on various fundamental rights, including the right to privacy, security, non-discrimination and access to an effective remedy. That is why, since 2023, our organisation has had a human rights due diligence strategy in place, with the aim of (1) identifying and mitigating risks, (2) fostering collaboration with relevant stakeholders, and (3) reporting transparently on progress made and actions taken.
Our risk analysis shows that the most relevant human rights risks for DNS Belgium relate to the protection of personal data and privacy, digital security, internet users’ confidence in a secure online environment, equal treatment and access to redress mechanisms. These risks are primarily downstream and relate to the way in which domain names and online services are used.
To manage these risks, we invest in information security and data protection, collaborate with competent authorities and specialist organisations, and have processes in place to tackle harmful and illegal activities within our domains. The specific initiatives we are taking in this regard are explained in more detail in the sections on privacy protection, internet fraud and illegal content.
We also pay attention to human rights within our upstream value chain. We therefore expect suppliers and other business partners to adhere to the principles set out in our Guide to Ethical and Sustainable Conduct, including respect for human rights and a safe, respectful and inclusive working environment.
Furthermore, we believe that our core activities contribute to the protection of human rights. Through our efforts in the areas of privacy protection, cyber security, digital inclusion and the fight against internet fraud and online abuse, we help people to participate safely and fully in the digital society. After all, digital exclusion can undermine human rights such as the right to privacy, access to information, education, work and essential services. That is why we are working with various partners to promote digital inclusion.
Serious incidents concerning human rights
We are not aware of any incidents involving our own employees, employees in the value chain, affected communities, consumers or end-users. We remain committed to preventing and addressing potential human rights risks within our value chain.
2. Diversity and Inclusion
Our efforts in the area of diversity and inclusion focus on pay equity, promoting a diverse workforce and strengthening engagement within our organisation.
In 2025, we further expanded our internal ‘Diversity, Equity & Inclusion’ group (DEI). Following the launch of our DEI charter in late 2024, we collaborated with Hamza Ouamari and Sana Sellami, specialists in inclusion (and communication) strategies, to carry out a baseline study on diversity, equity and inclusion within DNS Belgium.
This initial assessment forms the starting point for a well-founded and measurable DEI policy. Its aim is to identify forms of diversity, both visible and less visible, within our organisation, as well as issues such as psychological safety, equal opportunities, inclusion and staff engagement. At the end of 2025, the questionnaire was sent to all staff, and 31 out of 38 colleagues responded anonymously.
The results of this initial assessment form the basis for developing our DEI approach. They help us to identify trends and areas to monitor, set priorities and develop targeted actions that contribute to an inclusive and forward-looking organisation. In 2026, the results will be explored in greater depth through interviews with staff and translated into a concrete and widely supported DEI action plan.
Fair remuneration
| Percentage pay difference between the highest-paid employee vs median | 134% |
| Pay gap between the highest-paid employee vs median | 2.34 |
| Percentage pay difference between female and male employees | 19.65% |
| Pay gap ratio between female and male employees | 1.24 |
DNS Belgium falls under the remit of Joint Committee 335, where no collective labour agreement applies. For non-recurring performance-related benefits, we follow CLA90. In order to assess roles as fairly as possible, we use the Hay classification system, with levels ranging from Hay 14 to 22. Promotions to a higher Hay level are based on objective criteria, including expertise, impact, responsibility and problem-solving ability.
All permanent staff are entitled to the following non-statutory benefits: a flexi-benefit scheme, hospitalisation insurance, an internet allowance, meal vouchers, eco-vouchers, a net allowance for remote working, a net mobile phone allowance, group insurance, a training budget, a cycling allowance, 32 days’ annual leave, free parking, a mobility budget or a home-to-work travel allowance.
We calculate the pay gap at DNS Belgium by determining the ratio between the total annual remuneration of the highest-paid employee and the median remuneration of all other employees. In 2025, this ratio stands at 2.34, which corresponds to a pay gap of 134 per cent (compared with 2.39, or 139 per cent, in 2024). The pay gap between the highest-paid employee and the median pay has therefore continued to narrow.
The pay gap, expressed as a percentage, between female and male employees stands at 19.65 per cent. This means that male employees earn, on average, 1.24 times more than their female colleagues (compared with 13.5 per cent and a ratio of 1.14 in 2024). The gender pay gap has therefore widened compared with last year. This gap is linked to the under-representation of women in management positions, which remained unchanged compared with 2024. The increase observed in 2025 compared with 2024 is mainly due to a change in the composition of the workforce.
Diverse representation at all levels
In 2025, there were still no women in management positions at DNS Belgium. This situation was partly due to our small size and our flat organisational structure. At the same time, we recognise that this is a wider challenge within the digital sector. That is why, as part of our DEI approach, we continue to pay particular attention to the development and progression of talent, so that more women can progress to management roles.
Following an internal reorganisation, the management structure was redefined in 2026, resulting in a management team comprising two women and three men. This change is not yet reflected in the 2025 figures, but represents an important step towards more balanced representation within the organisation.
Tackling unconscious biases
The digital sector continues to face deep-rooted unconscious biases against women in technical roles. At DNS Belgium, too, we have observed that the under-representation of women is most pronounced within our engineering department: of the 16 engineers, only 2 are women.
To better understand the challenges women face in our sector, in 2025 we encouraged our female colleagues to take part in two focus groups organised by CENTR on the barriers women encounter in the domain name and internet sector. Furthermore, we took part in the ‘EU DNS Women’ initiative launched by CENTR. In this way, we continue to help raise awareness of diversity and inclusion within our sector.
An inclusive corporate culture
For DNS Belgium, an inclusive corporate culture means that employees are actively involved in the running of the organisation and are able to take on responsibilities. To this end, we work according to the principles of Sociocracy 3.0 (S3), which emphasises participation, shared decision-making and continuous feedback. In 2025, we continued to invest in this way of working together through training on S3, feedback, coaching and value-based discussions. These initiatives strengthened ownership, collaboration and (self-)leadership within the organisation and also supported the implementation of our new organisational structure.
Guy Houben (Technical Unit Lead) and Kathleen Jooris (Talent & Development Consultant) hosted a session on self-managing teams and S3 at Baanbrekende Werkgever.
We are also committed to sharing our knowledge externally on self-managing teams and participatory decision-making.
Self-management is not about reducing the manager’s role, but about strengthening accountability, trust and cohesion.
3. Digital inclusion
The digital divide remains a major social challenge. Research by the King Baudouin Foundation shows that 40% of Belgians aged between 16 and 74 are digitally vulnerable. The importance of digital inclusion is therefore undeniable. That is why DNS Belgium remains committed to promoting digital inclusion in our country.
Students work with Digital for Youth laptops on digital math skills.
a. Digital for Youth
One of the most impactful ways in which DNS Belgium supports digital inclusion is through the Digital for Youth initiative. In 2019, together with Close the Gap, we founded the non-profit organisation Digital for Youth with the aim of reducing digital exclusion amongst disadvantaged young people.
In 2025, we provided financial support to Digital for Youth with a donation of 325,000 euros. In addition, various colleagues have contributed their skills to help the organisation, and we regularly highlight their work. Thanks to our contribution, Digital for Youth was able to support 147 (youth) organisations in Belgium. As a result, the digital skills of at least 16,367 young people have been enhanced. Read more about this in their 2025 Impact Report.
2025 was a remarkable year for Digital for Youth, marked by strong growth, new initiatives and inspiring partnerships. We supplied no fewer than 3,696 laptops to youth organisations and schools. That represents a 44% increase compared with 2024. A great step forward in our dream of digital inclusion for all young people, thanks in part to the substantial and long-term support from DNS Belgium – for which we are very grateful!
b. Digital accessibility
We believe it is important that everyone is able to use digital applications. That is why we are committed to digital accessibility, both on our own website and in our communications with the online community. We ensure that information is clear, the structure is user-friendly, and the website works with assistive technologies such as screen readers. In 2025, our website was audited by AnySurfer and we once again achieved the AnySurfer label in recognition that our website complies with the Web Content Accessibility Guidelines (WCAG) 2.2 AA. This ensures that our website is also accessible to people with visual, auditory, motor, or cognitive disabilities. Accessibility is therefore an integral part of our day-to-day operations: even with new content and developments, we continue to ensure that our website remains accessible to as many people as possible.
In addition, we aim to inspire registrants and organisations to make their own websites and digital applications accessible. For some organisations, digital accessibility is a legal obligation, but we believe that accessible digital services offer added value for everyone. That is why, via our website, we share practical information and guidelines for anyone who develops, manages or commissions the creation of websites and digital applications. In this way, we contribute to raising broader awareness of digital accessibility. As part of this, in 2025 we contributed to a FeWeb white paper on digital accessibility.
At DNS Belgium, we believe that digital inclusion also means that domain names must be affordable for everyone. That is why we offer our domain names at low prices and ensure transparent communication about our rates. Our aim is to keep our prices at a level comparable to that of our neighbouring countries.
c. Digital inclusion: a shared challenge
DNS Belgium is active within the DigitAll ecosystem, a coalition of businesses, civil society organisations and public authorities committed to greater digital inclusion in Belgium. When the initiative was launched in 2021, we signed the Digital Inclusion Charter and committed to nine pledges to bridge the digital divide. In 2025, we continued to contribute actively to various working groups within the ecosystem and worked to further promote the Digital Inclusion by Design Index, a practical framework that DNS Belgium helped to develop and which supports organisations in designing digital products and services in a more inclusive way.
Furthermore, DNS Belgium is also active within the Digital Inclusion Task Force, coordinated by Mediawijs, which brings together local authorities, public institutions, research organisations and civil society organisations. The focus is on knowledge sharing, strengthening networks, policy support and formulating recommendations regarding the digital inclusion of vulnerable groups.
In addition to our involvement in these ecosystems, in 2025 we are also specifically committed to raising awareness amongst businesses and organisations of the impact of the digital divide in the workplace. Through various knowledge-sharing and awareness-raising initiatives, we have highlighted the importance of digital skills, accessible digital tools and support for digitally vulnerable employees. In this way, we aim to contribute to a labour market in which everyone can participate in the digital transformation.
‘One in three workers is digitally vulnerable. That is why we continue to raise awareness amongst companies about the impact of the digital divide in the workplace and how they can support their staff in an environment that is becoming increasingly digital.’
4. Raising awareness of cybersecurity risks among internet users
DNS Belgium believes it is important for internet users to be aware of their online safety and of the risks and challenges posed by the digital society. That is why we focus on raising awareness and sharing knowledge with various target groups, always using an approach that is tailored to their lives, needs and digital skills. In 2025, we organised and supported initiatives for children, young people, older people, people from migrant backgrounds, domain name holders and the general public.
a. For children and young people:
De Schaal van M
In 2025, DNS Belgium continued to support De Schaal van M, the annual competition to find the most media-savvy class in Flanders. Through Digital for Youth, we helped fund the top prize and sat on the judging panel. The competition reached a record number of 2,327 classes, representing more than 47,000 pupils. Together with Ketnet presenter Lee, we surprised the winning class from Merchtem with the good news and 25 refurbished laptops for the school.
Students celebrate winning ‘De Schaal van M’ as the most media-savvy class of 2025.
CyberKrak
Together with Mediawijs, we continued to focus on creative ways to raise awareness of online safety among children and young people. For example, we collaborated on CyberKrak, a digital escape game in which Ketnet presenter Lee is trapped in a broom cupboard. By solving puzzles about online safety and media literacy, pupils collect clues to free her and, in the process, learn how to deal with online risks in a playful way.
CyberKrak is a digital escape game about online safety and media literacy
Apenstaartjaren Survey
Every two years, the Apenstaartjaren survey assesses media usage among young people in Flanders. In 2025, DNS Belgium contributed to the preparations for the 2026 edition by participating in the research group. Drawing on our expertise in online safety, we contributed to the development of the questionnaire and helped shape the section of the survey focusing on online safety.
Cybersecurity Challenge and Capture The Flag at UHasselt
We developed challenges for the Capture The Flag competition at UHasselt and for the Cybersecurity Challenge Belgium. DNS Belgium is one of the main sponsors of the Cyber Security Challenge Belgium. For the 2025 final, we developed a DNS challenge in which students had to piece together zone files in the dark to work out where an email would end up. In this way, they learnt in an interactive manner how DNS contributes to secure email communication.
DNS Belgium challenge at the Cybersecurity Challenge Belgium 2025.
Our main aim is to ensure that, later in their careers, students do not forget that DNS is important for setting up and maintaining a secure IT environment.
Promotion of Edubox Cybersecurity in French-speaking Belgium
In 2025, we continued to actively promote the French-language version of Edubox Cybersecurity. Together with l’Agence du Numérique, we took part in the SETT Namur trade fair and were also present at the Journée du virage numérique organised by the French-speaking Catholic education sector. Through these events and additional distribution channels, we distributed around 140 Eduboxes to schools and educational organisations in French-speaking Belgium.
The many enthusiastic requests for the Edubox demonstrate that teachers need practical support to make their pupils more cyber-aware. Educational institutions are specifically seeking our interactive tool, so we are pleased that we can offer them the right resources through the Edubox.
Collaboration between the University of Namur and IBM on Service Design and Innovation in Cybersecurity
For the fourth year running, DNS Belgium collaborated with the University of Namur and IBM to challenge Master’s students in Engineering and Management Sciences to develop targeted awareness-raising campaigns on online safety for different age groups. DNS Belgium once again supported the students with guest lectures on cybercrime and digitally inclusive design.
Knowledge-sharing on cyber awareness for young people and children
In 2025, DNS Belgium continued to share its expertise on online safety with partners in the fields of education and media literacy. For example, we contributed to the revamp of ‘Friend Zone’, a game by Technopolis about sexting, and took part in various initiatives concerning online safety and the digital world of children and young people, such as Safer Internet Day. In addition, together with Child Focus, we shared insights and practical tips for parents and carers on children’s online safety.
Cybersecurity campaigns for young people
In 2025, DNS Belgium continued to raise awareness among young people about online safety through the Safe Not Sorry campaign. Together with VRT MAX, we collaborated on Red Flag, a mini-series that uses recognisable and realistic scenarios to make young people more aware of online risks and help them manage their digital identity more safely. DNS Belgium contributed its expertise on online safety to three episodes, focusing on topics such as password management, online privacy and recognising misleading online messages.
The series was complemented by the ‘Wasda slim of nie?’ campaign, which encouraged young people via social media to think critically about their online behaviour. Thanks to the combination of content on VRT MAX, TikTok, Snapchat, Instagram and MNM, the campaign reached millions of young people. The 28 episodes of Red Flag garnered more than 6.5 million views on TikTok, whilst the three episodes featuring a DNS Belgium message together accounted for 2.5 million views. On TikTok alone, we reached more than 4.5 million accounts.
By connecting with young people’s world, language and channels, we made online safety a natural topic of conversation on TikTok, VRT MAX and MNM, resulting in a huge and award-winning social impact.
The campaign won two BOCA awards (Best of Content Award): Gold for Best Short-Term Content Campaign and Gold for Best Content Craftsmanship.
DNS Belgium and The Fat Lady win two Best of Content Awards (BOCA) for the 'Was da slim of nie?' cyberawareness campaign for youth.
b. For the over-65s:
Staying Safe Online Together
Based on the findings from our 2024 study into the online behaviour of the over-65s, we launched the ‘Staying Safe Online Together’ campaign in 2025. We deliberately opted for an innovative approach: the focus is not only on the over-65s themselves, but above all on those around them. After all, our research showed that when people aged 65 and over have questions or uncertainties about the internet, they often turn to family, friends, neighbours, volunteers and other digital helpers.
Together with partners such as CAW, Digital Ageing, Febelfin, the Federal Police, Mediawijs and Safeonweb, we developed a campaign website in Dutch and French featuring testimonials, practical tips, frequently asked questions and free information leaflets on online safety. In addition, we launched two social media campaigns and distributed our leaflets through senior citizens’ associations, libraries, Digibanken and other organisations that support older people.
The campaign reached a wide audience and exceeded several of its set objectives. More than 19,000 leaflets were distributed, and the campaign was actively shared by numerous partner organisations. Due to the high demand for the material, we will be continuing this initiative in 2026.
The message of our campaign is simple: you don’t need to be an expert to help someone feel safer online. Family, friends, neighbours and volunteers play a key role in strengthening the digital resilience of people aged 65 and over.
c. For non-native speakers and people from migrant backgrounds:
In 2025, DNS Belgium further expanded its awareness-raising activities to target groups that are harder to reach through traditional cyber security campaigns.
DNS Belgium organised an information session on cyber security and online fraud for community leaders from various diaspora communities.
In collaboration with the International Organisation for Migration (IOM), a UN agency that supports migrants and diaspora communities, we organised an information session on cyber security and online fraud for community leaders from various diaspora communities. We focused on forms of fraud that specifically target the lives of migrant and diaspora communities, such as scams involving money transfers abroad (remittances) or job platforms.
By empowering key figures within these communities, we create a multiplier effect through a train-the-trainer approach, whereby cyber awareness is further disseminated to a wider network.
You can only build a safe digital society if you reach everyone. Thanks to our collaboration with the IOM, we can bring cyber awareness to target groups that we do not always reach easily through traditional campaigns.
d. For domain name holders and internet users regarding specific risks
In addition to targeted awareness campaigns for specific target groups, DNS Belgium continued to inform the general public in 2025 about current cyber security risks and best practices for safe internet use.
Through news articles, expert insights and practical guides, we shared knowledge on a wide range of topics such as online fraud, cyber insurance, cloud security and the impact of artificial intelligence on cyber security.
Particular attention was paid to risks that often go unnoticed, such as the abuse of neglected domain names and dangling DNS records. By clearly explaining these technical vulnerabilities and providing concrete recommendations, we helped domain name holders and organisations to better protect their online presence against abuse by cybercriminals.
Through this accessible and user-friendly knowledge-sharing initiative, DNS Belgium aims to contribute to a better-informed and digitally resilient society, in which both individuals and organisations deal with online risks in an informed manner and strengthen their digital security.
5. Protection of internet users’ privacy
Cooperation with the Data Protection Authority ( GBA )
Since 2020, DNS Belgium has been collaborating with the Data Protection Authority (GBA), which, amongst other things, oversees compliance with GDPR legislation in Belgium. In practical terms, this means that the GBA can notify us (notice) via a ‘Notice & Action’ procedure when it identifies breaches of GDPR legislation on a .be domain. We then initiate infringement proceedings against the domain name holder and redirect visitors to the web address to a warning page (action). This, of course, only applies in cases of serious or repeated infringements and as a last resort. In 2025, we received no reports from the GBA regarding privacy infringements in the .be zone.
Through this collaboration, we help safeguard the privacy of Belgian internet users and protect them against cybercrime, including the abuse of personal data.
6. Combating false content online
The spread of disinformation and misleading online content poses a growing challenge for internet users and for trust in the digital society. DNS Belgium is therefore monitoring these developments closely and, together with other stakeholders, is investigating what role internet infrastructure providers can play in promoting a safe and reliable internet.
In 2025, our sustainability manager took part in the VisAVis research project, organised by Mediawijs and SMIT, amongst others. As part of this citizen science project, participants gained an understanding of how disinformation spreads online and undertook training on digital media and information literacy. Among other things, they learnt techniques for recognising fake news and how to use tools to verify photos and videos.
In addition, within CENTR, we monitored the efforts of fellow European registries regarding misinformation and online content. Through knowledge-sharing and consultation, we gathered insights into how other registries deal with this complex issue and the legal, societal and technical challenges involved.
The insights gained help us to better understand societal developments relating to the quality of online information and form an important basis for potential future awareness-raising and policy initiatives aimed at a safe and reliable internet.
Read more
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DNS Belgium Sustainability Report 2025
Discover how DNS Belgium contributes to a safer, more inclusive and more sustainable digital society in our 2025 sustainability report. -
Key figures: our sustainability results in 2025
The key figures and results at a glance. Discover how DNS Belgium contributed to a safer, more inclusive and sustainable internet in 2025. -
About DNS Belgium and this report (2025)
This is the 2025 sustainability report of DNS Belgium, in which we explain and report on our environmental, social and governance impact. -
Our ecological impact in 2025
We are reducing our own impact on the climate, encouraging sustainability initiatives among our partners and promoting the reuse of electronic business waste. -
Our governance impact in 2025
In 2025, our governance impact focused on cybersecurity, combating fraud and illegal content, and maintaining good relationships with stakeholders. -
Sustainability Report 2025 – Publication Details
The publication details section provides an overview of all VSME data points and shows how the results have changed since our previous sustainability report in 2024.
